Conception et validation d'épreuves basées sur les compétences professionnelles : le cas du concours pour kinésithérapeutes indépendants.
; Lothe, Benoit ; Hansez, Isabelle
Conference (2010, July 09)Detailed reference viewed: 22 (4 ULg)
Comment valoriser un processus de sélection - évaluation professionnelle? Comparaison critique des méthodes d'utilité économique et d'évaluation financière.
Lothe, Benoit ; Hansez, Isabelle
Conference (2010, July 09)Detailed reference viewed: 48 (11 ULg)
La fin de carrière en Belgique : analyse des solutions à mettre en place.
Bertrand, Françoise ; Hansez, Isabelle
Conference (2010, July 09)Detailed reference viewed: 57 (8 ULg)
Garantir aux fondements du caractère scientifique d'un dictionnaire des compétences : méthode croisée de validation et approche participative.
Ben Lamine, Boutheina ; Lothe, Benoit ; et al
Conference (2010, July 09)Detailed reference viewed: 96 (10 ULg)
Etude des perceptions d'équité des candidats dans une situation de sélection : influence de la justice procédurale et distributive.
Marzucco, Laurence ; Hansez, Isabelle
Conference (2010, July 09)Detailed reference viewed: 40 (8 ULg)
Allègement de la charge de travail et du stress :Élaboration d’une directive en matière de bonnes conditions de travail physiques et psychiques pour les infirmiers
Nyssen, Anne-Sophie ; Hansez, Isabelle ; et al
Report (2010)Detailed reference viewed: 42 (3 ULg)
Validation of the french version of the Maslach Burnout Inventory among physicians
Bragard, Isabelle ; Etienne, Anne-Marie ; Hansez, Isabelle et al
in Psycho-oncology (2010, May), 19(Suppl.2)(1-313), 249Detailed reference viewed: 114 (2 ULg)
A dynamic test of job engegement : personal demands, personal resources, and job resources as predictor.
Barbier, Marie ; ; Hansez, Isabelle
Conference (2010, March 31)Detailed reference viewed: 46 (4 ULg)
Organizational justice, stress and commitment : the mediating role of perceived organizational support and work-family conflict.
Hansez, Isabelle ; Babic, Audrey
Conference (2010, March 31)Detailed reference viewed: 102 (16 ULg)
Rapport de recherche : Expertise en vue de garantir et veiller aux fondements du caractère scientifique du cadre décisionnel au profit de l’évaluation du potentiel pour les cadres militaires supérieurs (officiers et sous-officiers supérieurs) (SPF Défense, 2009-2010).
Lothe, Benoit ; Ben Lamine, Boutheina ; Hansez, Isabelle
Report (2010)Detailed reference viewed: 22 (2 ULg)
Le role des objets-frontière dans le découpage temporel et social d'une innovation de service : Etude de cas d'un transfert de technologie depuis un laboratoire universitaire de sciences sociales
Peters, Stéphanie ; Faulx, Daniel ; Hansez, Isabelle
in Revue d'anthropologie des connaissances (2010), 4(1), 65-86
Aujourd’hui, les objets se voient attribuer un rôle important dans l’analyse des dynamiques sociales, notamment au travers des mécanismes de coordination entre les acteurs humains. Le concept d’objet ... [more ▼]
Aujourd’hui, les objets se voient attribuer un rôle important dans l’analyse des dynamiques sociales, notamment au travers des mécanismes de coordination entre les acteurs humains. Le concept d’objet-frontière a, pour sa part, permis d’enrichir l’approche de l’innovation. Cet article vise à illustrer le rôle des objets-frontière dans le découpage temporel et social d’une innovation de service. Une enquête de type ethnographique a été menée dans un laboratoire de recherche afin d’analyser le processus de partage et de diffusion d’un outil de diagnostic du stress et de l’expertise qui lui est associée. Ce cas permet de montrer le rôle des objets-frontière d’une part dans la réduction de l’incertitude inhérente à tout processus innovant (découpage temporel) et, d’autre part, dans la définition d’un service innovant (découpage social). [less ▲]Detailed reference viewed: 80 (8 ULg)
Moving European research on work and ageing forward : Overview and agenda
; ; et al
in European Journal of Work and Organizational Psychology (2010), 19(1), 76-101
This article summarizes the state of affairs of European research on ageing and work. After a close inspection of the age construct, an overview is presented of research in four areas: the relationship ... [more ▼]
This article summarizes the state of affairs of European research on ageing and work. After a close inspection of the age construct, an overview is presented of research in four areas: the relationship between age and HR-policies, early retirement, age and performance/employability, age and health/well-being. The overview results in a research agenda on work and ageing and in recommendations for practice. [less ▲]Detailed reference viewed: 77 (4 ULg)
Predictors and correlates of burnout in residents working with cancer patients
Bragard, Isabelle ; Etienne, Anne-Marie ; et al
in Journal of Cancer Education (2010)Detailed reference viewed: 54 (16 ULg)
Le maintien dans l’emploi des travailleurs âgés dans trois entreprises belges
Bertrand, Françoise ; ; Barbier, Marie et al
in Relations Industrielles = Industrial Relations (2010), 65(3), 400-423
Future economic growth requires the employment of a greater number of workers above 55 years old. To deal with this increasing problem, it is important to identify the preferred solutions of older workers ... [more ▼]
Future economic growth requires the employment of a greater number of workers above 55 years old. To deal with this increasing problem, it is important to identify the preferred solutions of older workers in order to promote the retention of these workers in their jobs. Older workers of three enterprises have been interrogated on this subject. The aim of this study was to identify the best solutions for the workers. A distinction was made between the solutions proposed by the literature and those proposed by the workers in a spontaneous way. We also tried to determine whether the solutions differed as a function of socio-professional category, working time and type of working hours. Finally, this study determined the actions that need to be undertaken: actions regarding discrimination, working conditions, working time and professional development. In particular, this study established that the actions against discrimination are requested more by manual workers, part-time workers and those with variable hours. Therefore, we suggest that the requests of manual workers should be considered differently from those of executives. The latter are searching for more opportunities for development, whereas the manual workers prefer an improvement of working conditions. [less ▲]Detailed reference viewed: 103 (33 ULg)
Facteurs d'insatisfaction incitant au départ et intention de quitter le travail : analyse comparative des groupes d'âge.
Bertrand, Françoise ; Peters, Stéphanie ; Pérée, Francis et al
in Travail Humain (Le) (2010), 73(1), 215-239
The aim of this paper is to identify reasons why workers would resign from their jobs early and to what extent the reasons for retirement are really encountered. A number of non satisfaction factors ... [more ▼]
The aim of this paper is to identify reasons why workers would resign from their jobs early and to what extent the reasons for retirement are really encountered. A number of non satisfaction factors either personal or job-related were considered in an age comparison dimension. A questionnaire has been elaborated for the purpose of this study and includes items related to job intention to quit and (potential vs encountered) non satisfaction factors. These factors consider both personal leaving factors and job related leaving factors. The latter include three theoretical sub-dimensions: working conditions, organizational and structural changes and job recognition. Exploratory factor analysis of the 58 items produced eight usable leaving factors: (1) lack of resources and autonomy; (2) work pressure; (3) lack of personal development; (4) job insecurity; (5) personal reasons; (6) organizational changes; (7) a hostile work environment and (8) a poor image of the company. The sample includes 1772 workers from 11 Belgian companies. The response rate is 50.23 per cent. All sectors of activity are included in the survey. We consider five categories of age (under 25 years old, between 25 and 35, between 36 and 45, between 45 and 55, and over 55 years). As far as the results are concerned, first of all, organizational changes encountered by a large majority of workers appear to be an important leaving factor, especially for older workers. Second the lack of personal development, though experienced by the oldest workers in a larger extent, is the main reason for leaving in all age groups. Third personal factors are also important for the younger and the oldest workers. Moreover work pressure is a phenomenon encountered by all workers, particularly the youngest, but it is less of a reason for leaving. Another result is that job insecurity factor is experienced by youngest workers. Finally, the differences between the young and the not so young are not very clear-cut, supporting the idea of the age management perspective. [less ▲]Detailed reference viewed: 173 (32 ULg)
Safety Behavior: Job Demands, Job Resources, and Perceived Management Commitment to Safety
Hansez, Isabelle ;
in Journal of Occupational Health Psychology (2010), 15(3), 267-278
The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related ... [more ▼]
The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related “routine” safety violations and “situational” safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and “routine” violations and work engagement with “routine” and “situational” violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety specific construct ‘perceived management commitment to safety’ added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes. [less ▲]Detailed reference viewed: 74 (6 ULg)
The impact of expectations on commitment of newcomers.
Bertrand, Françoise ; ; Hansez, Isabelle
Conference (2009, November 05)Detailed reference viewed: 14 (3 ULg)
Professional acts and services rendered by psychologists : a Belgian study.
Hansez, Isabelle ; ;
Conference (2009, July 10)Detailed reference viewed: 9 (1 ULg)